People Business Partner

Join us as a People Business Partner and play a hands on role in shaping a great place to work. You'll be the go to HR partner for managers across the organisation, offering pragmatic advice, solving day to day people matters, and turning policy into practice that supports safe, high quality care.

In this role you'll blend operational HR with meaningful impact: guiding managers through employee relations and performance, strengthening recruitment and onboarding, and driving wellbeing, culture, and inclusion initiatives. You'll support organisational change, help us meet workforce standards for regulatory inspections, and use data and insight to improve how teams work.

Why work with us?

• Make a visible difference - your expertise will directly improve staff experience, team performance, and patient outcomes.
• Varied, purposeful work - spanning ER casework, workforce planning, safer recruitment, and engagement activities.
• Collaborative culture - work closely with our People Director and supportive leaders who value your judgement.
• Values led environment - bring your commitment to fairness, inclusion, and safeguarding to a place that lives its values.
• Grow your career - develop your practice through real responsibility, coaching managers, and shaping people initiatives.

Job responsibilities Key Responsibilities

• Act as a key point of contact for managers on HR matters, providing advice and guidance on employee relations, performance management, and people processes.
• Support managers with day-to-day people management including absence management, disciplinary and grievance procedures, and performance improvement.
• Build effective working relationships with managers to understand team issues and provide appropriate HR support.
• Provide guidance to line managers to help them apply HR policies and procedures consistently.

Workforce Planning & Organisational Support

• Assist with workforce planning activities such as staffing reviews, recruitment planning, and workforce reporting.
• Support organisational change activity including restructures, service changes, and TUPE processes as required.
• Contribute to people initiatives such as leadership development, training, Employee Forums and staff engagement activities.
• Support the delivery of wellbeing and culture initiatives across the organisation.

Employee Relations

• Manage employee relations casework including disciplinary, grievance, capability, and absence management cases.
• Support managers through investigations, formal meetings, and hearings.
• Ensure cases are managed fairly, consistently, and in line with organisational policies and employment legislation.
• Escalate complex or high risk issues to the People Director when required.

Recruitment & Workforce Operations

• Support recruitment processes including job descriptions, interview processes, and onboarding.
• Help ensure new starters receive effective induction and support during their onboarding period.
• Work with managers to support workforce stability and retention.
• Contribute to safer recruitment practices, ensuring appropriate pre employment checks (including references, DBS checks where required, and employment verification) are completed in line with organisational policy and regulatory requirements.

Governance, Compliance & Policy Implementation

• Support the consistent application of HR policies and procedures across the organisation.
• Help ensure compliance with employment legislation and workforce governance requirements.
• Assist in maintaining workforce documentation and evidence required for regulatory inspections.
• Monitor HR data and workforce metrics to support reporting and operational decision making.
• Promote a positive, inclusive, and values based working environment.
• Support employee engagement activities and staff feedback processes.
• Contribute to equality, diversity, and inclusion initiatives.
• Assist with wellbeing initiatives that support staff health and engagement.

Safeguarding

• Manage safeguarding concerns appropriate to your role and level of training.

Person Specification Qualifications

• Evidence of continued professional development in HR or people management.
• Mental Health First Aid or wellbeing related training.

Skills & Abilities

• Strong relationship building and influencing skills.
• Ability to coach and support managers confidently.
• Excellent verbal and written communication skills.
• Strong organisational and prioritisation abilities.
• Ability to handle sensitive information with discretion.
• Analytical skills with the ability to interpret workforce data.
• Problem solving and decision making capability.
• Ability to work independently and collaboratively.

Personal Attributes

• Professional and approachable manner.
• Resilient and adaptable in a fast paced environment.
• High level of integrity and confidentiality.
• Empathetic and people centred approach.
• Commitment to continuous improvement.
• Values aligned with compassionate healthcare delivery.

Experience

• Proven HR generalist experience in a Business Partner or Senior Advisor role.
• Experience supporting managers across employee relations matters including:
• Grievance
• Absence management
• Performance management
• Experience working within a regulated environment.
• Experience advising on employment law and HR best practice.
• Experience supporting recruitment and retention initiatives.
• Experience using HR systems and producing workforce reports.
• Previous HR experience within healthcare, social care, or clinical settings.
• Experience supporting organisations through growth or transformation.
• Experience with learning and development initiatives.
• Experience working with senior leadership teams.

Knowledge

• Strong understanding of UK employment law.
• Knowledge of safeguarding and confidentiality requirements within healthcare settings.
• Understanding of workforce planning and employee engagement practices.
• Knowledge of equality, diversity, and inclusion principles.
• Awareness of wellbeing initiatives and people focused culture development.
• Understanding of healthcare workforce challenges.
• Knowledge of CQC related workforce requirements.
• Familiarity with NHS or healthcare sector employment frameworks.

Disclosure and Barring Service Check

This post is subject to the Rehabilitation of Offenders Act (Exceptions Order) 1975 and as such it will be necessary for a submission for Disclosure to be made to the Disclosure and Barring Service (formerly known as CRB) to check for any previous criminal convictions.